Everyone has their own style of conducting interviews, so there’s never any shortage of advice on the topic. The thing with conducting interviews is that there’s always room for improvement – which is why listening to interviewing tips is so important. That being said, not all advice is equally valuable. As you’ll learn, some of the most popular pieces of advice should best be ignored.
So, what advice should be listened to? We’ve put together 4 handy tips for conducting employee interviews you’ll want to read up on before your next interview.
This may sound like obvious advice, but coming prepared to an interview makes a world of difference. Often, the advice is for the interviewee to have things in order – but this should definitely extend to the interviewer, too! We’ve all been to interviews where the interviewer doesn’t have the faintest clue what’s going on or perhaps are a bit too disorganized. Not only does it look unprofessional, but it could also lose you a great potential hire.
Preparing for an interview doesn’t only mean acquainting yourself with the interviewee by looking over their resume and any other relevant info. It also means preparing good questions to ask (see our next point), dressing the part, and having any necessary items at hand. You should also be prepared to answer questions about yourself and your company, as well as the role at hand.
Don’t Try Quizzing Interviewees Google-Style
For a while in the world of interviewing, giving interviewees crazy questions like, “How many piano tuners are there in the entire world?” was a huge trend. Largely driven by Google, a company that became infamous for their high-level, and often mind-boggling questions, these questions left many interviewees stumped.
The reasoning behind asking such questions was sound enough – they encourage candidates to think outside of the box and show their lateral thinking. However, you should keep in mind what you’re trying to achieve. Few companies can pull it off like Google – and even they conceded after heavy criticism and stopped asking some of their more controversial questions.
Instead, focus on finding out who the person who sits across from you really is – their values, their work ethic, and their aspirations. Ask about their work experiences, and what they can bring to your company. There are so many rich questions you can ask, so there’s no excuse to ask any whacky ones.
It may be tempting to play the “bad cop” in your interviews so you can see how interviewees perform under pressure. But like Google-style questions, this works much better in theory than practice. Put yourself in your interviewee’s shoes and think back to when you were last interviewed.
It’s a nerve-wracking experience, to say the least! Most people come out of interviews believing they didn’t put their best foot forward, and a major reason for this is because interviewees often make themselves feel overly-anxious.
When you think about it, would you really want to miss out on a stellar candidate who doesn’t feel comfortable enough to let their talent shine through? That’s why you should always support interviewees to give the interview their best shot. You’ll end up with a much more well-rounded candidate than one who can simply “interview well.”
Take Interviews With All Type of Workers Seriously
When your schedule is filling up and you have many interviews to conduct, you may find yourself not giving your full attention to each and every interview. Perhaps you think it will be best to delegate some interviews, particularly for temp hires.
However, skipping the chance to meet an interviewee could mean you miss out not only on having a say about who works in your workplace, but also your overall workplace culture. Moreover, bringing on talented temp staff makes for an easy temp to hire transition, should you wish to add another new full-time employee in the future. So next time you’re asking to sit in on an interview, say yes – it’s in your best interests, as well as that of your company.